Culturally Conflicted a.k.a Culture Conflict

One may ask, what is culture conflict? Let’s head directly into this with no fluff or conservative introduction.

Culture conflict is a concept wherein an organization negligently fosters learned behaviors that benefit no one. It occurs when individuals who do not conform to the majority in terms of ethnicity and behavior struggle to thrive. If you don’t fit the mold, you clash with the internal beliefs self-righteously established within the workplace by individuals who lack more fulfilling lives outside of work. This tension, discord, or disagreement arises from misunderstanding or lack of acceptance of others, which can be seen as an accommodating or interesting factor.

Such conflict can manifest at various levels, from interpersonal interactions to broader societal clashes, often involving a struggle for cultural dominance. Typically, this plays out within the organization through systemic racism or implicit and explicit biases.

There can be two types of cultural conflict which takes on a primary and secondary function. 

Primary can be seen as the fundamental values of a cultured person that is not honored nor acknowledged within the workplace. This can be found in a persona values, beliefS, and practices. The functions can be the negotiation of identity, the challenges of establishing norms, and the catalyst for social change. 

Secondary, there can be premature nuances that are valuable nor crucial to the organization. These premature nuances may include fostering a sense of inclusivity, promoting creativity, and refining communication strategies. 

Author: The Impartial Lab. (M.TIL)